An initial model of the evaluation process in the leadership context is presented in order to consider information processing explanations of behavior in general and attributional analyses in particular. The model is designed to aid those individuals acting in supervisory capacities who must evaluate the performance of subordinates in an organizational setting. This model addresses the following areas of concern: effects of attribution; observational bias; informational factors; social relationship factors between leader and subordinate; and aspects of the task, such as difficulty, ability, and financial reward. Schematic diagrams of the model are also presented. (HLM)